Succession management is about more than replacing top executives. It’s about growing and developing an internal talent pool that will make the inevitable changing of the guard easier, cheaper, and more effective. Good talent and training systems, integrated with business strategy, are the price of admission for succession management. Good metrics are also critical, and CEOs are increasingly demanding metrics that go beyond hindsight: they want predictive analytics that, along with clear processes and meaningful communication of talent objectives, can move a workforce and a company forward.

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(9 pgs)

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